Model of Flexibility at Harrods | Report

MANAGING HUMAN
RESOURCES

TABLE OF CONTENTS
MANAGING HUMAN RESOURCES .........................................................................................1
Introduction......................................................................................................................................3
Task1 ...............................................................................................................................................4
1.1 Guest model of HRM applied by Harrods:............................................................................4
1.2 Differences between storey's definitions of HRM, personnel and IR practices:...................5
1.3 Implications for line managers and employees of developing a strategic approach to HRM:
......................................................................................................................................................6
TASK 2............................................................................................................................................6
2.1 Explain how model of flexibility might be applied at Harrods.............................................6
2.2 Discuss the type of flexibility might be applied at Harrods...................................................7
2.3 Assess the use of flexible working practices from both the employee and the employer
perspective...................................................................................................................................8
2.4 Impact that changes in labor market have had on flexible working practices.......................9
TASK 3............................................................................................................................................9
3.1 The forms of discrimination in the workplace:......................................................................9
3.2 The practical implications of equal opportunities legislation for Harrods Company .........10
3.3 Compare the approaches to managing equal opportunities and managing diversity: .........11
TASK 4..........................................................................................................................................12
4.1Identify and compare the performance management methods used by Harrods:.................12
4.2Assess the approaches used to managing employee welfare in Harrods:.............................13
4.3The implications of health and safety legislation on human resources practices in Harrods:
....................................................................................................................................................14
4.4 Impact of another tropical issues on human resources practices.........................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16
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INTRODUCTION
Human resources management is important component of the organization. It deal with
both the employee and employers. Human resources is a business field focused on maximizing
the employee productivity. They can be specialist focusing in on recruiting, Training, employee
relations or befits. Harrods is an upmarket department store located on Brampton in knights
bridge, London. It has 330 departments covering one million square feet of retail space (About
Harrods. 2016). It is a large company who has almost 4000 employee and almost 3000 to 3500
other agency and additional worker.
The present report is based on model of flexibility at Harrods. Types of flexible model
developed for company. Guest model of HRM, difference between human resources
management and personnel. Implication for line managers and employees of developing
strategic approach. Further in this report discuss on impact of changes in labor market had on
flexible working condition. Forms of discrimination at workplace, implication of equal
opportunities legislation for an organization and approaches to managing equal opportunities
and managing diversity. Implication of health and safety legislation.
TASK1
1.1 Guest model of HRM applied by Harrods:
All the human resource activities are involved in the human resource management model.
Organization can achieve its goals when these activities are discharged effectively (Ployhart, Van
Iddekinge and MacKenzie, 2011). HRM helps managers to train, select, develop and recruit
members of the organization.
Guest model of HRM: Guest model of HRM has 6 dimensions of analysis:
 HRM outcomes
 HRM strategy
 HRM outcomes
 Financial outcomes
 performance outcomes
 Behavior outcomes
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This model gives more focus on employees requirements and needs. It create an opportunity for
the employees to do their best. Sustainable performance are ensured from the employees through
this model.
There are two types of models of HRM: Soft HRM and hard HRM.
Soft HRM: In soft HRM, important resource are their employees. More attention is paid
towards employees needs -their rewards, roles and motivation etc. Employees are treated as a
source of competitive advantage(Bozeman, 2010). Employees participate in decision making
process of an organization. This helps employees to get motivated and work for the betterment of
the company.
Hard HRM: Employees are treated as resources like buildings and machinery. In this,
identification of work need is done and recruiting and managing of employees is done. Hard
HRM helps to promote align with business strategy, flexibility, human resource planning
strategy, work intensification and performance management. Managers orders needs to be
followed by the employees strictly.
In Harrods, the soft HRM model is been applied. The employees are treated nicely by the
organization using soft HRM model. With the help of this HRM, organization can motivates
their employees effectively and give rewards to employee performances (Pfeffer, 2010). An
organization can recognize their employees needs and will focus more on the objectives of the
business. Employees will be motivated, rewarded this will help to boost up their performances
and will benefit the organization. This will help the organization to focus more on human capital
value. Organization will able to make cordial human relation so that employees will respond in
better way.
1.2 Differences between storey's definitions of HRM, personnel and IR practices:
Harrods use HRM practices whereas Selfridges use personnel and IR practices. The
differences are as followings:
 Key relations: Harrods use customer key relation of HRM which pay attention toward
costumer satisfaction level whereas selfridges use labor management key relations of
personnel and IR practices which focuses on labor satisfaction level.
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 Speed of decision: With the help of HRM practices fast decisions are been taken which
will help to complete the objectives on time and in efficient manner (Harzing, and
Pinnington,eds., 2010).Whereas, in personnel and IR practices slow decision-making is
done which affects the overall performance of the organization.
 Communication: In HRM practices there is direct communication which helps to avoid
confusions and misunderstandings (Epstein, and Buhovac, 2014). Whereas ,in personnel
and IR practices there is indirect communication through which information will not be
given on time and accurate information will not be delivered.
 Job design: In HRM practices the job is designed in teamwork which helps Harrods to
achieve the task on time in efficient and effective manner done by the team members
(Boxall, and Purcell, 2011). Whereas, in personnel and IR practices the job designing is
done on the basis of division of labor which helps to increase the productivity and will
save time and money.
 Nature of relations: HRM practices follow unitarist nature of relation focus is more
towards team management. Whereas, personnel and IR practices follow pluralist where
focus is more on individualistic.
 Contract of employment: Harrods, terms and conditions of contract are less rigid.
Whereas (Harzing, and Pinnington, eds., 2010.), Selfridges terms and conditions of contact
of employment are written and employees has to observe it.
1.3 Implications for line managers and employees of developing a strategic approach to HRM:
Line managers are the managers whose main work is to achieve organization objectives.
Line manager main function is to make decisions, policy and to set targets. The line manager
manages employees and also provide training to new employees (Epstein, and Buhovac, 2014).
The line manager gives feedback to all the members of the team so that improvement can be
done.
Implications for line managers: strategic approach to HRM will help line managers at
Harrods to do environmental scanning. This will further helps to identify opportunities and
threats for the organization (Allen, Lee, and Reiche, 2015). This approach will also assist line
managers to make strategic planning so that work is completed on time. Through this line
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managers can make their organization even more competitive by doing SWOT analysis
(Chesbrough, and Brunswicker , 2013). In order to monitor the strategies, line managers have to
make appropriate decisions. The strategy which is chosen by the line managers have to link
organization systems, process and structure with the strategic approach to HRM.
Implications for Employees: Strategic approach to HRM will help employees at
Harrods to improve their skills, their perceptions, their visions and missions. Through this
approach employees will make a productive environment. Employees will able to meet the
needs of chosen organizations goals (Schmoldt and et.al., eds., 2013). This approach will overall
increase employees productivity. It will helps to increase employees motivation level.
TASK 2
2.1 Explain how model of flexibility might be applied at Harrods
Model of flexibility can be applied at Harrods with the changing trend of the market.
Flexibility can be in relaxed working hours, part time jobs, changes in working pattern, work
from home, job rotation etc. In order to balance personal life and professional life is too difficult
for employees and it is most profitable offer provided by business (Varma, and Budhwar,
2013.). An employee of company have freedom to take decision should be proactive and reactive
and adopted to the unstable environment. Employee should be provided more flexibility so that
they can take right step at right time effectively and efficiently. There are two approach that can
be adopted regarding flexibility are hard approach and soft approach.
Harrods has adopted the functional flexibility model for improving the organization. This
model can be applied by allowing part time working culture for workers. In addition, the
company has also allow the employee to work from home, if they have by working from
organization (Kane, 2013). Changes in working condition necessary to apply for employee
comfortable. Through adoption of this model organization gain many benefits like they receive
high quality of work, less absenteeism overall production improves and lastly reduce the cost of
operation and accommodation.
2.2 Discuss the type of flexibility might be applied at Harrods
There are different type of flexibility applied at Harrods are as follow
Flexible working arrangements: At Harrods there is a fixed time schedule for employee
and Break time for employee. When working arrangement is flexible in organization it can
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